摘要：The current diffusion of cognitive ability tests in the field of personnel selection is not reflecting their outstanding predictive validity. In the current study, we presume that this paradox is partly due to the fact that cognitive ability tests provide less face validity as compared to other selection tools. In an effort to overcome the gap between the unequivocal research findings and the current practice in the field, a reasoning test was developed with tasks being embedded in a job related context. Two studies were conducted to examine the psychometric properties and the face validity of this test. Results showed that psychometric properties were mediocre (reliability) to good (validity). In addition, the newly developed test provided higher face validity as compared to a matrix test and showed similar face validity as compared to a test aiming at assessing multiple facets of intelligence
